Your India centre. One desk.
Legal and compliance by our own team. Vetted specialists for the rest.
Focused.Accountable.Connected.
One desk coordinates. Specialists deliver.
A GCC in India works with a dozen kinds of firm. Each is good at one thing. Few talk to each other.
We sit in the middle. Our own team handles the legal and compliance work. Enablers we have vetted handle the rest. You engage and pay each of them directly.
About the deskLegal in-house.Our own team Seventeen enabler types.Vetted before any introduction
What we handle. Ourselves.
- EntryEntity, licensing and FEMA reporting.
- Labour CodesContracts, wages, exits and registers.
- POSHInternal Committee, training, annual report.
- ContractsIntercompany, vendor and IP terms.
- DataDPDP notices, transfers and breach plans.
- Real estateLeases, fit-out and title diligence.
- NoticesReplies, summons and internal investigations.
- DisputesArbitration, mediation, courts and tribunals.
A large market. Still growing.
Recent openings.
Banking. Life sciences. Retail.
These led India’s new GCC openings in 2026. Hyderabad, Bengaluru and Pune took most of them.
Three routes in.
One ecosystem. Pick the door that fits.
Three minutes. Clear takeaways.
Short self-checks. Answer on your phone. Your answers reach us only if you send them.
Eight services. One team.
Set up.Comply.Defend.
Our own team handles the legal and compliance work below.
Tax, payroll, talent, workspace, technology and the rest run through vetted enablers. You engage each of them directly.
Entry
City, structure and filings, settled before the first hire.
Location and model
City and state incentives first. Then the operating model: captive, build-operate-transfer, partner-hosted or EOR-first. We compare them and bring in setup advisors, CAs and workspace partners to price them.
Entity and FEMA
Incorporation and foreign-investment reporting: FC-GPR after each share allotment, and the annual FLA return to the RBI, due by 15 July.
Registrations
Shops and Establishments, Professional Tax, Labour Welfare Fund, PF, ESI and GST.
Labour Codes
In force since 21 November 2025. Contracts and pay brought in line.
Appointment letters
Now mandatory for every employee under the OSH Code.
Wages
Excluded allowances are capped at 50% of total pay. The excess counts as wages, which raises PF, gratuity and leave-encashment liability.
Exits
Final dues within two working days of exit. Performance exits and settlements run under the Industrial Relations Code and the Code on Wages.
Fixed-term staff
Gratuity after one year of continuous service, and the same benefits as permanent staff.
Policies
Global HR policies localised for India: leave, working hours, monitoring and restrictive covenants. Post-employment non-competes are generally unenforceable.
POSH
An Internal Committee that holds up.
Constitution
POSH applies to workplaces with 10 or more employees. The Internal Committee needs an external member.
Training and reporting
Training each year, confidential inquiry records, and the annual report to the District Officer.
Exposure
Failing to constitute an IC can attract a fine of up to ₹50,000. Repeat failures can double the penalty and lead to cancellation of registration.
Contracts
IP made in India does not pass to the parent by default.
Intercompany
A services agreement that matches how the centre actually works. It carries transfer pricing, IP ownership and liability. Auditors ask for it first.
Assignment chain
Assignment terms in employment and contractor agreements, with an onward assignment to the parent. Contractors are the larger gap.
Data
DPDP Rules notified 13 November 2025.
Map and notices
A data map and employee privacy notices. Vendor terms that match.
Transfers
Employee and customer data flowing to the parent, and data used for AI and analytics: notices, vendor terms and transfer documentation.
Breach plan
A detailed breach report to the Data Protection Board within 72 hours. Penalties go up to ₹250 crore.
Timeline
Under the Rules as notified, most obligations apply from 13 May 2027. MeitY has proposed bringing some dates forward, so we plan on the shorter timeline.
Real estate
Premises papered before fit-out begins.
Leases
Lease, fit-out and title diligence for the first premises.
Expansion
Workspace expansion and second-city premises as the centre scales.
Notices
Deadlines decide outcomes.
Notices and claims
A legal notice, an employee claim or a labour authority summons. We assess the exposure and reply on time.
Investigations
Internal investigations, run with records.
Disputes
Arbitration, mediation, courts.
Strategy
Strategy for disputes, arbitration and appellate matters.
Representation
Courts, labour authorities and tribunals, where the centre needs to be represented.
Three ways to engage.
Each comes with a written scope, a timeline and a fee estimate before work begins.
- À la cartePick only what you need. Each matter is scoped, priced and delivered on its own.
- Fractional CLOA monthly retainer with a defined scope, a risk register and reporting to the parent company.
- Embedded Legal OfficerA full-time legal officer at your office, supported by our team and technology.
The rest. Through enablers.
One desk. Entry to steady state.
Legal and compliance by our team. Tax, payroll, talent, workspace and technology by vetted enablers you engage directly.
Scoped.Priced.Delivered.
Start with the question on your desk.
Six questions we hear most. Each maps to a service.
- “Where should we set up, and how?”City, state incentives and operating model come first: captive, build-operate-transfer, partner-hosted or EOR-first. We compare the options and bring in the setup advisors, CAs and workspace partners to price them.
- “Can we let this person go?”Performance management, senior exits and settlements now run under the Industrial Relations Code and the Code on Wages. Final dues are payable within two working days of exit. We map the process and keep the exit defensible.
- “Can we move this data?”Employee and customer data flowing to the parent needs notices, vendor terms and transfer documentation under the DPDP Act and Rules, plus a breach plan that meets the 72-hour window.
- “Who owns the IP our India team creates?”IP created in India does not pass to the overseas parent by default. Employment and contractor agreements need assignment terms, and the intercompany agreement needs an onward assignment.
- “Are we ready for the Labour Codes?”Appointment letters, the new definition of wages, fixed-term gratuity, two-day final settlement and revised registers. We review contracts and salary structures with your payroll partner and set a compliance calendar.
- “What is our exposure here?”A notice, an employee claim, a labour authority summons or an internal investigation. We assess the exposure, reply on time and represent the centre where needed.
Twelve questions. Three minutes.
The GCC Compliance Health Check shows each gap and the risk behind it.
Every GCC differs. Needs repeat.
Industry, size, ownership and stage decide what a centre needs. Each view below lists the needs and the enablers that meet them.
Industry.Size.Model.
Eight industries.
Open one to see what centres build, what they need, the enablers they lean on, and recent openings.
Scale changes priorities.
Ownership decides the paperwork.
From plan to restructure.
Seventeen kinds of firm. One network.
The enablers a GCC works with in India. What centres need from each, when, and what we check before any introduction.
Vetted.Introduced.Independent.
Where GCCs open. And why.
Recent openings by segment, the state policies competing for new centres, and the cities that host them. As at November 2026.
Openings.Policies.Cities.
The numbers.
Openings in 2026.
Filter by segment. Each company links to the report it came from.
| Date | Company | Segment | City | What happened |
|---|
States are bidding.
Ten states now have a GCC policy, a draft or an incentive framework. Targets and incentives differ, so location is now a financial decision as much as a talent one.
| State | Policy | Target | Notes |
|---|
Six cities. Most centres.
Unit counts: Nasscom–Zinnov GCC Landscape 2026, FY26 estimates. “G2000 units” counts only centres of Forbes Global 2000 parents.
Sources.
One lawyer. At work and outside it.
Exits, dues and POSH at work. Property, family, police and court matters outside it. Regular updates at every stage.
We run a conflict check before accepting any matter. We do not act against an organisation we advise.
Confidential.Direct.Updated.
At work.
What you sign, and when, decides most workplace problems. Talk to us before you resign, accept a settlement or respond to a PIP.
- DuesFull and final settlement, gratuity, bonus, leave encashment and notice pay.
- Termination and PIPPIPs, forced resignation, termination and severance; relieving letters and PF records.
- POSHAdvice and representation for complainants and respondents, before the IC and in appeal.
- Non-compete and noticeNotice buy-outs, service bonds, joining-bonus and relocation recoveries.
- Contract reviewOffer letters, employment agreements, ESOP and RSU terms before you sign.
- Authorities and courtsLabour authority complaints, conciliation and court proceedings where required.
Outside work.
The same lawyer and the same updates, for matters that have nothing to do with your employer.
- Real estateTitle diligence, agreements to sell, sale deeds, leases and property disputes.
- FamilyDivorce, maintenance and custody, handled with discretion.
- Accounts and policeAccount defreeze, police notices, complaints and criminal proceedings.
- Civil suitsInjunctions, defamation and specific performance.
- Accident claimsCompensation claims before the Motor Accident Claims Tribunal.
- Starting a companyEntity choice, incorporation, founder terms, and your employment restrictions.
- AgreementsDrafting and review of personal and business agreements.
- AwarenessSessions on workplace rights, POSH and the Labour Codes.
Serve GCCs? Join us.
For firms in any profession that serve Global Capability Centres. Introductions to centres that need what you do, and a legal desk your clients can rely on.
Introduce.Scope.Deliver.
Four rules.
- Both directionsYou refer the legal work your GCC clients raise. We introduce you to GCCs that need your services.
- Your relationship, protectedWe undertake only legal work and never offer the services you provide.
- Clear termsIntroductions only with client consent. Each firm is engaged and billed by the client directly. No commission or fee-sharing on legal work.
- Listed when approvedApproved partners can appear in the public directory below.
Tell us about your firm.
About eight minutes. Fields marked * are needed. Have your company profile, registration and certificates to hand.
- 1 · Firm
- 2 · Services
- 3 · Checklist
- 4 · Partnership
Introduce. Scope. Deliver.
The same three steps, whichever way the introduction runs.
- IntroduceWith the client’s consent, the introducing firm shares the basic facts.
- ScopeThe receiving firm holds an intake call and sends a written scope, timeline and fee estimate.
- DeliverThe work is done and reported to the client; the introducing firm is kept informed where the client agrees.
Approved enablers.
Firms that have completed onboarding and asked to be listed.
Five vendors. One desk.
Focused.Accountable.Connected.
Large firms bring depth but do not organise around GCCs. Individual consultants bring attention but no system behind it.
GCC Bisani Legal was built for the space between: a desk that works only with Global Capability Centres, a core team for legal and compliance work, and a curated network of enablers for everything else.
The shift is from hiring every function to accessing one. And from managing many vendors to one desk that answers for the whole.
Saket Bisani
Founder · Advocate · Employment lawyer
Enrolled with the Karnataka State Bar Council in 2013 (KAR/1921/2013). Practice before the Karnataka High Court, the Supreme Court of India, the Delhi High Court and national tribunals.
- 01Doctoral researcher (DBA, Rushford Business School, Geneva) on cross-border employment compliance in India’s GCC ecosystem.
- 02External member on POSH Internal Committees.
- 03Author on data protection, including a Scopus-indexed study of the DPDP Act and Rules; NASSCOM Community author.
- 04Teaches law students in Bengaluru; Charter Member, TiE Bangalore.
People you work with.
A core team in Bengaluru, supported by associates and the enabler network across India.
- Komolika GhoshIntercompany, vendor and technology contracts; entity and governance matters.
- Abhijit AnandStrategy for disputes, arbitration and appellate matters.
- Syed Owais KhadriCourts, labour authorities and tribunal representation.
- Aunchal KhatorEmployment documentation, policies, handbooks and agreements.
- Syed AtikullahYour named contact for scope, timelines, reporting and partner introductions.
- Enabler networkTax, secretarial, payroll, talent, workspace, technology, benefits and more.
Three minutes. Clear takeaways.
Built on the Labour Codes, POSH and DPDP, and on the GCC market. Your answers reach us only if you send them.
Answer.Read.Keep.
Tell us what you need.
We reply within one working day: next steps, a proposed scope, an introduction or a time to speak.
Email.WhatsApp.Form.
The desk.
- EEmail the desk
- WWhatsApp the desk
- BBengaluru, Karnataka